Performance Management

Source: The Employer Assistance and Resource Network on Disability Inclusion (EARN)

Author/Writer: Not listed

Date of publication: Not listed


The article suggests how employers can properly execute performance management, especially when working with employees with disabilities. Performance expectations for all employees should be clearly laid out. These expectations should be the same for people with or without disabilities, but people with disabilities should be provided with appropriate accommodations. Moreover, behavioural expectations should have clear guidelines and should be reviewed regularly. Setting achievable goals for the employees is also important. This helps to alleviate the mystery of meeting expectations. Managers should provide ongoing feedback to help adjust the focus to meet performance expectations and collaborate with co-workers more effectively. The article also suggests an approach for dealing with performance issues. The conversation about performance issues should include at least three aspects: focusing on factual information, asking for input on a performance issue, and asking how a manager can help.

Key Findings

All employees, including those with disabilities, should have equal access to feedback from employers. Effective performance management is essential not only for identifying and overcoming any obstacles that may hinder employees from achieving their goals and meeting organizational expectations, but also for promoting their professional development and success.

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